Question Describe the recruitment and selection to fill an accountant position in your company.

The recruitment process: The first step in the process is to complete and submit an up-to-date CV. Your CV should provide details of your academic qualifications, work experience (including dates of employment), outside interests etc and should also demonstrate why you believe you are an ideal candidate for the advertised position and why you are interested in joining a company. On receipt of your CV we will appraise the candidates and you may be invited to attend a first interview at our office. The interview will be attended by a Partner of the firm and there may be another member of staff present depending on the position advertised. The first interview usually lasts approximately one hour. During the first interview you will be asked to expand on your CV and explain why you are interested in the job being advertised. You will also be given an opportunity to find out more about the company and discuss your goals and aspirations and the advertised position in more detail. Candidate screening Permanent candidates - submitted to client on a contingency database basis: Initial telephone interview to ascertain suitability. Face to face interview to confirm and clarify career history, and explanation of any gaps in employment. Completion of registration form, data protection, criminal convictions and equal opportunities. Verification of right to work in the Netherlands and proof of identity Loading of information on to Profile database: internal interview appraisal, CV and candidate categorisation details. Immediately available candidates are also requested to provide referees dating back three years

Candidate references Generally take up take up verbal references, which are then documented. However, in the case of temporaries arriving from overseas we have to rely on written references. We believe verbal references to be more considered, fair and comprehensive than written references. References gathered will aim to confirm the following details: Employers name Dates employed Attendance record Honest and integrity Quality of work Relationship with colleagues and management Reason for leaving Whether the employer would re-employ if the opportunity arose

Candidate checks Eligibility to work in the Netherlands (including the holding of valid visas) and proof of identity are verified on candidate registration. All relevant documents are stored electronically for use by consultants and clients. We also ascertain whether any workplace adjustments are required for those with disabilities.

Accountancy qualification certificates are scanned and retained on Martin Ward Andersons confidential database.

Candidate briefing When preparing a shortlist of suitable candidates for an employer, part of our screening and selection process is devoted to briefing the candidate on the employer, its culture and ethos, the organisation structure, the role and responsibilities and criteria for success. This helps us identify and address any areas for concern that the candidate may have, ensure that the candidate shortlist matches their requirements as closely as possible and verify that we are supplying the most competent and correctly suited candidates. Candidates put forward will be briefed as appropriate, for example this may include coverage of a potential employer policies, procedures and business etiquette or details on working conditions, hours, premises. We are also happy to provide client corporate packs to successful candidates; these may include location maps, first day reporting procedures, contracts or regulatory declarations. Candidate introduction to the employer Prior to submitting a candidate to a potential employer, company commits to: Gaining the candidates full permission before submitting details. Ensuring that a candidates details will only be introduced for specific roles and not introduced on a speculative basis unless invited to do so. Candidate CVs and details are up-to-date and accurate (as verified by the best of our ability). The CV details the following information: o Location o Education and professional qualifications o Languages o Current employer & position o Systems experience

Selection Notification The employee selection process usually starts with a manager or boss commissioning human resources to fill a new or vacant position. The manager must first decide what qualifications she desires in a job candidate. For example, should the person have a college degree, or how many years of relevant experience is necessary? Once the manager establishes the job requirements, the human resources department places ads in the local newspaper and online. Sometimes, human resources uses a headhunter find candidates, someone who often specializes in a certain field, such as sales. Reviewing Review resumes and match each candidate's background to the job requirements. Companies sometimes receive hundreds of resumes for an ad. However, human resources may only consider a half dozen. During bad economic periods, a number of candidates may have an education and experience that exceed the qualifications for the job. Contrarily, it may be tougher to find qualified candidates during good economic times. Nevertheless, human resources and the hiring manager must determine how many candidates they can realistically bring in for an interview.

Screening The employment selection process may actually include a screening interview, especially if a job candidate lives out of town. Human resources will usually conduct the screening interview over the telephone, according to the Virginia Tech article on its website titled "Telephone Interviews & Screening". Screening interviews can help narrow the field of candidates. A telephone interview also helps a company determine if the candidate has the necessary qualifications to warrant flying him in for an interview. Interviewing One of the most important facets of the employment selection process is the face-to-face interview. Companies have different procedures for personal interviews. Some companies prefer to have all-day interviewing sessions, where job candidates meet with a different person each hour. During this time, companies may have the candidates meet with human resources, the hiring manager and other employees. Another option is is having candidates meet with key personnel one day, then inviting them back for second to meet with some executives. Selection The hiring manager will usually ask for feedback from human resources and other employees who interview the job candidates. The hiring manager may also review her notes, or decide which candidate would fit best in the open position. Qualifications are only one consideration. The hiring manager will usually select someone with whom she can work, whether it is the candidate's personality or work ethic. Testing The employee selection process can also include testing before a candidate is actually hired. Some companies require drug screening to make sure candidates do not have a drug addiction. Employees who work in the insurance industry may need to take a psychological test to determine if insurance is the appropriate career choice for them. Subsequently, after the drug or personality test, the company makes an offer to the chosen candidate.